1y
Thank you for sharing your experience and for your dedication over the past five years. I’m grateful to hear that you found our culture, team members, benefits, and the products and services we provide to be positive aspects of your experience so far with Health Catalyst.
I appreciate you sharing your concerns about compensation, and I encourage you to contact your people operations business partner to explore compensation in more detail.
In addition, I want to provide some quick information about the process Health Catalyst follows when working to identify team member compensation.
For nearly a decade, we have used Radford's salary survey data to guide our team member pay practices. Radford is a highly regarded technology salary survey that tends to trend on the higher end of the compensation spectrum compared to other reputable sources such as Korn Ferry, Mercer, and Willis Towers Watson. Importantly, Radford provides job matching data for the vast majority of roles at Health Catalyst, making it the most relevant benchmark for us. Its data is built on hundreds of thousands of validated inputs from companies around the world, ensuring transparency and reliability. While all salary data sources have some lag time, Radford updates its reports quarterly, and we align with best practices by updating our salary ranges annually.
As part of our long-term commitment to competitive pay, we are working toward a goal of compensating all core team members at the 65th percentile of the market—covering nearly 90% of our workforce. While we recognize that we aren’t there yet for every role, we are committed to reaching this target in the coming years. In 2024, this commitment informed our decision to provide core team members with an above-market 5% base salary increase in December 2024, with many also receiving additional adjustments to bring them closer to the 65th percentile. I hope this increase was helpful and meaningful for you, as you received it a few months ago. In addition, we have continued to prioritize base salary increases in the 2025 board-approved operating plan as well, with the next base salary increase for core team members to take effect this December.
Beyond compensation, we remain committed to fostering career growth and internal advancement. Over the past 3 ½ years, nearly 900 team members have earned promotions—a reflection of our dedication to recognizing and promoting talent from within. I hear your frustration, and I want to acknowledge that your contributions matter. While we may not always get everything right, we are committed to continuous improvement and ensuring you feel valued.
I truly appreciate your feedback and the work you do. If you’re open to a conversation, I’d welcome the opportunity to discuss your experience further in a 1:1.
Best,
Dan Burton
